1. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-1 # Copyright © 2015 Pearson Education, Inc. Human Resource Management and Labor Relations 10

2. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-2 Copyright © 2015 Pearson Education, Inc. Introduction In this chapter we –explain how managers plan for their organization’s human resource needs –discuss ways in which organizations select, develop, and appraise employee performance –examine the main components of a compensation system –look at some key legal issues –explain why workers organize into labor unions and describe the collective bargaining process.

3. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall Copyright © 2015 Pearson Education, Inc. 9-3 1.Define human resource management, discuss its strategic significance, and explain how managers plan for their organization’s human resource needs. 2.Discuss the legal context of human resource management and identify contemporary legal issues. 3.Identify the steps in staffing a company and discuss ways in which organizations recruit and select new employees.

4. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall Copyright © 2015 Pearson Education, Inc. 9-4 4.Describe the main components of a compensation and benefits 5.Describe how managers develop the workforce in their organization through training and performance appraisal. 6.Discuss workforce diversity, the management of knowledge workers, and the use of a contingent workforce as important changes in the contemporary workplace 7.Explain why workers organize into labor unions and describe the collective bargaining process

5. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-5 Copyright © 2015 Pearson Education, Inc. The Foundations of Human Resource Management Human resource management (HRM) –the set of organizational activities directed at attracting, developing, and maintaining an effective workforce. Human Capital –reflects the organization’s investment in attracting, retaining, and motivating an effective workforce

6. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-6 Copyright © 2015 Pearson Education, Inc. HR Planning Job Analysis –systematic analysis of jobs within an organization Job Description –description of the duties and responsibilities of a job, its working conditions, and the tools, materials, equipment, and information used to perform it Job Specification –description of the skills, abilities, and other credentials and qualifications required by a job

7. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-7 Copyright © 2015 Pearson Education, Inc. The HR Planning Process

8. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-8 Copyright © 2015 Pearson Education, Inc. Forecasting HR Demand and Supply 1. Forecasting internal supply –the number and type of employees who will be in the firm at some future date 2. Forecasting external supply –the number and type of people who will be available for hiring from the labor market at large

9. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-9 Copyright © 2015 Pearson Education, Inc. Forecasting HR Demand and Supply (cont.) Replacement Chart –list of each management position, who occupies it, how long that person will likely stay in the job, and who is qualified as a replacement Employee Information System (Skills Inventory) –computerized system containing information on each employee’s education, skills, work experiences, and career aspirations

10. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-10 Copyright © 2015 Pearson Education, Inc. The Legal Context of HRM Title VII of the Civil Rights Act of 1964 –forbids discrimination in all areas of the employment relationship Adverse Impact –when minorities and women meet or pass the requirement for a job at a rate less than 80 percent of the rate of majority group members Equal Employment Opportunity Commission (EEOC) –federal agency enforcing several discrimination- related laws

11. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-11 Copyright © 2015 Pearson Education, Inc. The Legal Context of HRM (cont.) Age Discrimination in Employment Act –outlaws discrimination against people older than 40 years Equal Employment Opportunity –legally mandated nondiscrimination in employment on the basis of race, creed, sex, or national origin

12. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-12 Copyright © 2015 Pearson Education, Inc. Affirmative Action –intentionally seeking and hiring employees from groups that are underrepresented in the organization Affirmative Action Plan –written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classes

13. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-13 Copyright © 2015 Pearson Education, Inc. The Legal Context of HRM Americans With Disabilities Act –forbids discrimination on the basis of disabilities and requires employers to provide reasonable accommodations for disabled employees Civil Rights Act of 1991 –amended the original Civil Rights Act

14. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-14 Copyright © 2015 Pearson Education, Inc. Compensation and Benefits Fair Labor Standards Act –sets a minimum wage and requires the payment of overtime rates for work in excess of 40 hours per week Equal Pay Act of 1963 –requires that men and women be paid the same amount for doing the same job

15. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-15 Copyright © 2015 Pearson Education, Inc. Compensation and Benefits (cont.) Employee Retirement Income Security Act (ERISA) of 1974 –ensures the financial security of pension funds by regulating how they can be invested Family and Medical Leave Act (FMLA) of 1993 –requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies

16. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-16 Copyright © 2015 Pearson Education, Inc. The Legal Context of HRM

17. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-17 Copyright © 2015 Pearson Education, Inc. Labor Relations National Labor Relations Act (also known as the Wagner Act) –sets up a procedure for employees to vote on whether to have a union National Labor Relations Board (NLRB) –established by the Wagner Act to enforce its provisions Labor-Management Relations Act (also known as the Taft-Hartley Act) –passed to limit union power

18. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-18 Copyright © 2015 Pearson Education, Inc. Health and Safety Occupational Safety and Health Act (OSHA) of 1970 –federal law setting and enforcing guidelines for protecting workers from unsafe conditions and potential health hazards in the workplace

19. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-19 Copyright © 2015 Pearson Education, Inc. Other Legal Issues Sexual Harassment –making unwelcome sexual advances in the workplace Quid Pro Quo Harassment –form of sexual harassment in which sexual favors are requested in return for job-related benefits Hostile Work Environment –form of sexual harassment derived from off-color jokes, lewd comments, and so forth

20. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-20 Copyright © 2015 Pearson Education, Inc. Other Legal Issues (cont.) Employment at Will –principle, increasingly modified by legislation and judicial decision, that organizations should be able to retain or dismiss employees at their discretion Patriot Act –legislation that increased U.S. government’s power to investigate and prosecute suspected terrorists

21. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-21 Copyright © 2015 Pearson Education, Inc. Staffing the Organization Recruiting –process of attracting qualified persons to apply for jobs an organization is seeking to fill Internal Recruiting –considering present employees as candidates for openings External Recruiting –attracting persons outside the organization to apply for jobs

22. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-22 Copyright © 2015 Pearson Education, Inc. Selecting Human Resources Application forms TestsInterviews Polygraph Drug tests Credit checks References

23. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-23 Copyright © 2015 Pearson Education, Inc. Compensation and Benefits Compensation System –total package of rewards that organizations provide to individuals in return for their labor Wages –compensation in the form of money paid for time worked Salary –compensation in the form of money paid for discharging the responsibilities of a job

24. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-24 Copyright © 2015 Pearson Education, Inc. Incentive Programs Incentive Program –special compensation program designed to motivate high performance Bonus –individual performance incentive in the form of a special payment made over and above the employee’s salary Merit Salary System –Individual incentive linking compensation to performance in non-sales jobs

25. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-25 Copyright © 2015 Pearson Education, Inc. Incentive Programs (cont.) Pay For Performance (Variable Pay) –individual incentive that rewards a manager for especially productive output Profit-Sharing Plan –incentive plan for distributing bonuses to employees when company profits rise above a certain level Gainsharing Plan –incentive plan that rewards groups for productivity improvements

26. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-26 Copyright © 2015 Pearson Education, Inc. Pay-for-Knowledge Plan –incentive plan to encourage employees to learn new skills or become proficient at different jobs Incentive Programs (cont.)

27. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-27 Copyright © 2015 Pearson Education, Inc. Benefits Programs Benefits –compensation other than wages and salaries Workers’ Compensation Insurance –legally required insurance for compensating workers injured on the job cafeteria benefits plan –benefit plan that sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits

28. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-28 Copyright © 2015 Pearson Education, Inc. Developing the Workforce Training –usually refers to teaching operational or technical employees how to do the job for which they were hired Development –usually refers to teaching managers and professionals the skills needed for both present and future jobs

29. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-29 Copyright © 2015 Pearson Education, Inc. Developing the Workforce (cont.) On-the-Job Training –training, sometimes informal, conducted while an employee is at work Off-the-Job Training –training conducted in a controlled environment away from the work site Vestibule Training –off-the-job training conducted in a simulated environment

30. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-30 Copyright © 2015 Pearson Education, Inc. Performance Appraisal –evaluation of an employee’s job performance in order to determine the degree to which the employee is performing effectively Developing the Workforce (cont.)

31. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-31 Copyright © 2015 Pearson Education, Inc. 360-Degree Feedback –performance appraisal technique in which managers are evaluated by everyone around them—their boss, their peers, and their subordinates Developing the Workforce (cont.)

32. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-32 Copyright © 2015 Pearson Education, Inc. New Challenges in the Changing Workplace Workforce Diversity –the range of workers’ attitudes, values, beliefs, and behaviors that differ by gender, race, age, ethnicity, physical ability, and other relevant characteristics Knowledge Workers –employees who are of value because of the knowledge they possess HR managers must ensure that the proper training is provided to enable knowledge workers to stay current while also making sure they are compensated at market rates

33. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-33 Copyright © 2015 Pearson Education, Inc. Distribution of the labor force by race 1990-2050

34. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-34 Copyright © 2015 Pearson Education, Inc. Contingent and Temporary Workers Contingent Worker –employee hired on something other than a full-time basis to supplement an organization’s permanent workforce –includes independent contractors, on-call workers, temporary employees, and contract and leased employees.

35. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-35 Copyright © 2015 Pearson Education, Inc. Dealing with Organized Labor Labor Union –group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, more job security, greater benefits, or better working conditions Labor Relations –process of dealing with employees who are represented by a union

36. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-36 Copyright © 2015 Pearson Education, Inc. Percentage of Workers Who Belong to Unions: 1995–2010

37. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-37 Copyright © 2015 Pearson Education, Inc. Collective Bargaining –process by which labor and management negotiate conditions of employment for union- represented workers

38. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-38 Copyright © 2015 Pearson Education, Inc. The Bargaining Zone

39. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-39 Copyright © 2015 Pearson Education, Inc. Contract Issues Cost-of-Living Adjustment (COLA) –labor contract clause tying future raises to changes in consumer purchasing power Wage Reopener Clause –clause allowing wage rates to be renegotiated during the life of a labor contract

40. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-40 Copyright © 2015 Pearson Education, Inc. When Bargaining Fails Strike –labor action in which employees temporarily walk off the job and refuse to work Boycott –labor action in which workers refuse to buy the products of a targeted employer Work Slowdown –labor action in which workers perform jobs at a slower than normal pace

41. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-41 Copyright © 2015 Pearson Education, Inc. Management Tactics Lockout –management tactic whereby workers are denied access to the employer’s workplace Strikebreaker –worker hired as a permanent or temporary replacement for a striking employee

42. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-42 Copyright © 2015 Pearson Education, Inc. Mediation and Arbitration Mediation –method of resolving a labor dispute in which a third party suggests, but does not impose, a settlement Arbitration –method of resolving a labor dispute in which both parties agree to submit to the judgment of a neutral party

43. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-43 Copyright © 2015 Pearson Education, Inc. Applying What You’ve Learned 1.Define human resource management, discuss its strategic significance, and explain how managers plan for their organization’s human resource needs. 2.Discuss the legal context of human resource management and identify contemporary legal issues. 3.Identify the steps in staffing a company and discuss ways in which organizations recruit and select new employees.

44. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-44 Copyright © 2015 Pearson Education, Inc. Applying What You’ve Learned (cont.) 4.Describe the main components of a compensation and benefits 5.Describe how managers develop the workforce in their organization through training and performance appraisal. 6.Discuss workforce diversity, the management of knowledge workers, and the use of a contingent workforce as important changes in the contemporary workplace 7.Explain why workers organize into labor unions and describe the collective bargaining process

45. Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-45 Copyright © 2015 Pearson Education, Inc.